Exploring the World of Assessments

How using assessments can improve the bottom line.

RICK TIEMANN

Started The Executive Group in 1991 to help organizations develop their human capital and business development needs. Serving organizations for over 22 years in the selection and development of human capital. Over 40 years of business experience having owned 3 companies as well as roles as Director of Sales and Marketing, Vice President Sales and Marketing, international experience as the Asian Business Development Manager and former President of $70 million company in the fire and security industry. Has served as a behavioral coach to presidents, executives, managers, and salespeople and has evaluated over 8,000 assessments. Belief is that one of the biggest challenges facing businesses today is how to attract, hire, train, retain and develop the right people.

A consulting firm focused on Organizational Development offering a vast array of services to enhance organizational effectiveness.

Supports clients in all areas of Talent Management.

Clients include Printpack, Sysco Foods, Republic Services,

Draeger Safety Products, Atlas Copco, The Taubman Company

The Executive Group

www.theeg.com 80 E Us Hwy 6 Valparaiso, Indiana

219-477-6378 office 219-406-2425 cell Rick@theeg.com

Exploring the World of Assessments

Understanding assessments can be a “minefield”. • What are the different kinds of assessments? • Why are some simple and some more sophisticated? • Why are some better than others? • Measuring Behavior, Emotional and Intellectual Intelligence. • What is test-taking mentality and how does it affect results? • What is distortion and why is it important? • Using an assessment battery / a blended response. • Assessing leadership, sales and individual contributors. • Validation Studies; How assessments improve productivity

The Surgeon and the Scalpel

Using an assessment does not necessarily guarantee you desired results. Just like a scalpel in the hands of a skilled surgeon, it is the surgeon not the scalpel that makes the difference. Looking at a particular assessment should NOT be the only criterion for its use. Looking at the process and whether you are working with a skilled surgeon that understands how to use the right assessment should be paramount.

Making Sense of Testing

Simple

You can’t judge a book by its cover!!!

Sophisticated

Not all Assessments Are Created Equal

Like the people they measure, they are diverse and possess their own unique strengths and weaknesses.

Most are “simple” behavioral based assessments and

measure only (4) four dimensions of personality.

Assessments that are more “sophisticated” in nature are referred to as psychological assessments.

Psychological assessments capture a broader, more in-depth understanding of personality, such as the Big 5 Theory used in psychology today.

Types of Assessments • Basic Behavior Assessments

– DISC – Extended DiSC – PI (Predictive Index) – Birkman (color coded) – Caliper – Meyers-Briggs (MBTI) – Target International – Profiles International (Profiles XT) – FiroB – Pradco – Reid London House

• Psychological Assessments

– 16PF – Hogan – CPI – OPQ – NEO – Strong Interest

• Clinical Tests – MMPI

• Skills Tests

– Typing Tests – MS Word Office / Excel tests – GNeil Skill Sets – Bennett Mechanical – Mechanical Concepts – Ramsey Electrical

• Reasoning Tests

– Wonderlic – Thurstone Test Mental Alertness – Watson-Glazer – Ravens – Culture Fair

Myers-Briggs

Reliability

Test – Re-Test Coefficient • Similar results over time • Minimum >.70 or higher

Resources • Mental Measurements Yearbook University of Nebraska Press

• Test Critiques

Test Taking Mentality

Distortion Distortion results when an individual knowingly or unknowingly misrepresents themselves thus creating questions as to the “Validity” of the profile.

– Faking Good – Faking Bad

DISC and PI (Predictive Index)

DISC PI D - Dominance A - Dominance I - Influencing B - Influencing S - Steadfast C - Steadfast C - Compliant D - Compliant

DISC, PI (Predictive Index), 16PF

DISC PI 16PF D – Dominance A – Dominance IN - Independence I - Influencing B – Influencing EX - Extroversion S - Steadfast C – Steadfast TM – Tough-Minded C - Compliant D – Compliant SC – Self Control ER – Emotional Resolve B – Problem Solving Are there really only 16 kinds of people? When you put people into a category rather than rate them on a scale it tends to pigeon hole and label people.

Preferred Assessments of The Executive Group

• 16 PF • Hogan • DiSC • Myers- Briggs • Thurstone Test Mental Alertness • Watson Glaser • Culture Fair • Ramsay Electrical • Mechanical Concept

A Complete System for Organizational Development One Assessment – Multiple Applications

Organizational Development and Training

Validation Studies

Selection for All Levels

Promotion Career Pathing/

Succession Planning

Executive/Sales Development and

Coaching

16 PF

16PF and Big Five Theory

“The 16PF is the Gold Standard

of Psychological Tests”

Dr. Steve O’Shaunessy The O’Shaunessy Group

London, UK

Technical Competence

Job Competence

Personal Competence

Behavior

Goals

Fears

Attitude

Motivators

Values

Ethics

Habits

Work Ethic

Emotional Intelligence

Problem Solving

Thinking Style

Features

Benefits

Technical

Applications

Expertise

Behavior is the biggest predictor of performance.

Planning skills

Delegating

Communication

Conflict Management

Coaching

Mentoring

IQ and EI

( IQ ) Intellectual Intelligence and

( EI ) Emotional Intelligence

How they affect productivity and the bottom line

General Mental Ability

– Adjusting to new situations – Learning new skills quickly – Thinking flexibly – Understanding complex or subtle

relationships

Fluid Intelligence

Crystallized Intelligence

Linguistic – a person’s verbal skill sets Their ability to articulate their thoughts through both verbal and written forms Quantitative – a person’s quantitative skill sets Their problem-solving ability through using reasoning

Critical Thinking Skills High Potential Managers PCGB: Mean scores IQ PCGB Hypo Group 110 Mean scores IQ General Population 100 Mean scores Factor B PCGB Hypo Group 7.0 Mean scores Factor B General Population 5.5 Supervisors Mfg Facility High Performers B 5.36 TTMA 53.727 Low Performers B 3.37 TTMA 32.00 Technicians Service Operations High Performers B 5.5 Low Performers B 3.0

EI - Emotional Intelligence

PERSONAL COMPETENCE

How they manage

Themselves

Self-awareness Self-management

SOCIAL COMPETENCE

How they manage

Relationships

Social awareness Relationship management

The 16PF – A Tool for Organizational Development

• One of the most widely used personality tests in the world written in over 34 languages

• Supported by extensive research and is highly validated with over 3000 published articles written

• Statistically proven indicators of behavior and performance • Meets EEOC and Affirmative Action requirements • One instrument for multiple job classifications • Supports entire Talent Management process • Allows organization to create one common dialogue

Response Style Indices Designed to flag “test taking mentality” and “distortion”

• Impression Management (IM) – A person’s slant on themselves. – Low scores (1-8) may indicate self esteem issues. – High scores (20-24) may indicate person is trying to make a

favorable impression or has an unrealistic view of themselves.

• Infrequency (INF) – Involves the “B” or “?” response on 32 response indices – High scores (10+) suggest candidate may be trying to hide

something or is indecisive.

• Acquiescence (ACQ) – Tendency to answer “true” to an item regardless of content. – High scores 71+ may indicate disinterest in taking the

assessment or problems comprehending the questions.

What the 16PF Measures

Self-Control

Interpersonal Skills

Workplace Coping Skills

Problem Solving

Independence vs.

Accommodating

16PF

Tough Mindedness

16 Primary Factor Scales Provides an In-depth Look at Behavior

A Warmth L Vigilance

B Reasoning M Abstractedness

C Emotional Stability N Privateness

E Dominance O Apprehension

F Liveliness Q1 Openness to Change

G Rule-Consciousness Q2 Self-Reliance

H Social Boldness Q3 Perfectionism

I Sensitivity Q4 Tension

Bipolar Scales

Factor A B C E F G H I L M N O

Q1 Q2 Q3 Q4

Left Meaning (-) Reserved, Impersonal, Distant Concrete Reactive, Emotionally Changeable Cooperative, Avoids Conflict Serious, Restrained, Careful Expedient, Nonconforming Shy, Threat-Sensitive, Timid Utilitarian,Objective, Unsentimental Trusting,Unsuspecting, Accepting Grounded, Practical,Solution-Oriented Forthright, Genuine, Artless Self-Assured,Unworried, Complacent Traditional, Attached to Familiar Group-Oriented, Affiliative Tolerates Disorder, Flexible Relaxed, Placid, Patient

Right Meaning (+) Warm, Outgoing, Attentive to Others Abstract Emotionally Stable, Adaptive, Mature Dominant, Forceful, Assertive Lively, Animated, Spontaneous Rule-Conscious, Dutiful Socially Bold, Venturesome Sensitive, Aesthetic, Sentimental Vigilant, Suspicious, Skeptical, Wary Abstracted, Imaginative, Idea-Oriented Private, Discreet, Non-Disclosing Apprehensive, Self-Doubting, Worried Open to Change, Experimenting Self-Reliant, Solitary, Individualistic Perfectionist, Self-Disciplined Tense, High Energy, Impatient, Driven

Sten Score Distribution

Areas of Potential Concern A Proprietary 16PF Feature

• Identifies a person’s level of emotional resolve • Identifies a person’s cognitive ability • Identifies those behaviors that may impact a person’s productivity regardless of the role • Identifies concerns regarding the ability to

perform a specific job or role.

Areas of Potential Concern

• Social withdrawal (A-) • Low reasoning (B-) • Low frustration tolerance (C-) • Submissiveness (E-) • Low energy (F-) • Unconventional attitudes (G-) • Shyness (H-) • Suspiciousness (L+)

• Too impractical (M+) • Worrying (O+) • Too closed to change (Q1-) • Not a team player (Q2+) • Disorganized (Q3-) • Impatience (Q4+) • Poor impression management (IM-)

Leadership Readiness

Each passage represents a major change;

• New work values

• New time horizons

• New applications

• New skill requirements

• New thinking skills

11 Core Traits of a Leader

• A+ Warmth • B+ Reasoning • C+ Emotional Balance • E+ Competitiveness / Drive • F+ Spontaneity • G+ Conscientiousness • H+ Social Boldness • O- Self Confidence • I+ Intuition • M+ Creativity • Q1+ Readiness towards change

8 Core Traits of Successful Sales People

A+ Warmth – ability to be friendly and engaging B+ Problem-Solving – ability to solve complex problems C+ Emotional Stability – ability to mange sales stress E+ Assertiveness – competitive drive component F+ Fun-Loving – optimism and spontaneity for sales G+ Rule Bound – doing the right thing H+ Social Boldness - ability to network and push forward O- Self Assured – confidence to stay the course

Sales Profile

F9 H9 Show outgoing attitude

C3 L10 O8 – 3 areas of potential concern

C3 O8 – Low coping skills

L10 – Highly suspicious deflecting attitude /blaming of others

DISC – D(7) = 16PF E(9) and IM(8)

E+ L+ = Anger and aggression E+ L+ F- = Can’t find any humor or

levity to offset her anger E+ IQ+ = Tends to talk down to

others ER+ C- L- = Can’t control her anger

when she is upset

Promoted to OPS Mgr

Estimating/Scheduling/Purchasing

VP South American Operations

Q1/10 = Driver of change

A8 Q2/2 I 8 = Kind and sensitive needs to be liked

Q1/10 I 8 L 6 = Becomes overly critical under pressure

EX 7 = Does not manage stress

ER 7 O 8 Q1/10 = Under stress begins to micromanage and becomes overly critical moves away from coaching as she worries about results and pressure.

Quality Control Manager

B2 / TMA 2% / CF 83 – Lower level reasoning skills / Concrete thinker/ hands on learner / slow learner

E9 H9 O3 – Egotistical and Arrogant

E9 G7 Q3/8 O3 – Sees himself as perfect

VP of HR and Legal

B7 IQ 118 TMA 80% = Excellent analytical skills

A7 Q2/6 I5 = Good people skills, intuitive but could make stand alone decisions

Q1/9 = High Intellect loved to learn and challenge new ways of thinking (would get impatient)

E7 G6 Q3/8 = Sometimes would over control and take on too much and not delegate.

VP General Manager

B9 = Strong reasoning skills

E7 Q1/10 = Strong progressive orientation w high IQ desire to learn

Q3/8 =Well organized with good follow up

A7 Q2/2 =Shows compassion for people sometimes not quick to discipline

E7 F6 H7 = Good energy and drive

Q1/10 L4 = Hard on himself

E7 H7 O3 = Strong confidence without arrogance

M5 Q1/10 = Progressive and innovative

How Can I Predict Performance?

Validation studies: 1) Screen in the best candidates 2) Improve productivity and performance 3) Raise morale 4) Reduce turnover Conduct a Criterion Related Study; Assess the behaviors of current employees and rate them on how well they perform.

Validation Studies

• Railcar Manufacturer – Shop Floor Supervisors • Automotive – sound dampening manufacturer – Laborer • Bottling Company – Office clerical • Bottling Company – Hi-Potential leadership • Waste industry – Operations Supervisors • Waste industry – Sales Personnel • Waste industry – Drivers • Air Compressor Mfg – Technicians • Fire and Security – Technicians • Food Service/ Software/Casket /Waste Industry - Sales

80 E US Highway 6 Valparaiso,IN, 46383

Office 219.477.6378 Fax 219.477.6379

assessment@theeg.com www.theeg.com

Exploring the World of Assessments

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